L-SLP2 -Leadership Communication. Transactional Analysis
For this assignment, you will be applying the concepts of the Johari Window and Transactional Analysis to some specific scenarios that you might face if you were a leadership development coach. Of course make sure to thoroughly review the required readings before starting on this assignment.
For each of the scenarios below, use at least one reference from the required readings to answer the specific question. Your paper should be two to three pages in length:
*** Do Not include the questions in the assignment as it drives the TII score; instead, just use headers in the paper.
An employee shows up late for work. The supervisor says “I’m really disappointed in you. This is the fifth time this month you’ve been late for work!” The employee responds “I’m tired of you singling me out! Bob, Carol, and Ted are also late for work sometimes but you never chew them out!” Based on Transactional Analysis, what roles are the supervisor and employee playing?
An employee receives a performance review from the supervisor. The supervisor points out several areas where the employee has performed well and where the employee’s performance needs to be improved. The employee responds, “Thank you so much for the feedback. How would you suggest I go about improving my performance?” Based on Transactional Analysis, what roles are the supervisor and employee playing?
A leadership development coach is brought into a company to try to improve communication between supervisors and subordinates. The coach asks everyone to write down areas where their supervisor or subordinate has a blind spot. Everyone writes down a lot of complaints about areas that they think their supervisor or subordinate is clueless about. The coach shares what everyone wrote with the whole group. A lot of finger-pointing and arguments ensue, with a lot of feelings hurt. What additional steps do you think the coach should have taken based on the Johari Window that might have improved the outcome?
...Required Reading...
A good place to start are these two videos that explain the basic concepts of the Johari Window and Transactional Analysis along with some applications to leadership:
Chapter 8 - Individual Frameworks (Johari Window Section) from The Power of the 2X2 Matrix: Using 2X2 Thinking to Solve Business Problems and Make Better Decisions (from Books 24X7). Available in the Trident Online Library.
Lowy, A., & Hood, P. (2004). The power of the 2 x 2 matrix: using 2 x 2 thinking to solve business problems and make better decisions. [Books24x7 version]. Available in the Trident Online Library.
Brown, D. (2014). Understanding transactional analysis to communicate. [Books24x7 version]. Available in the Trident Online Library.
Keep in mind that the concepts and applications of the Johari Window and Transactional Analysis are relatively difficult. So in addition to the videos, make sure to go through the following readings. Most of these readings are relatively short, so make sure to go through all of them before starting on your assignments:
Connor, M., & Pokora, J. (2012). Chapter 9: What are some useful tools and techniques? Coaching and Mentoring at Work: Developing Effective Practice. Maidenhead: McGraw-Hill Education, pp. 183-189. [EBSCO eBook Collection. Note: You don’t have to read the whole chapter, just the first two sections on the Johari Window and Transactional Analysis]
Taylor, R. (2013). Confidence at work: Get it, feel it, keep it, 2nd edition. [Books24x7 version.] Available in the Trident Online Library. (Note: To access this book, from the Portal page, click ADDITIONAL LIBRARY RESOURCES. Scroll and click Skillsoft Books (BusinessPro and ITPro). Paste the book title into the search box, and click "GO.")
Chapman, A. (2003). Johari window. Retrieved from https://apps(dot)cfli(dot)wisc(dot)edu/johari/support/JohariExplainChapman2003.pdf
For those of you who are still a bit unclear on some of the concepts or want to brush up a bit more, some of the optional material below includes a couple of additional videos. There is also another book chapter which is a little longer than some of the other readings but explains the Johari Window in fairly simple and clear terms.
If you and a group of friends or coworkers want to try to find out what your Johari Windows looks like, there is a link to a popular Johari Window Interactive tool below.
Leadership Communication
Student name
Course Title
Institution
Date
Introduction
Leadership communication is a form of conversation made up of communication from a leader that is instilled in the merit and culture of an organization and are of significant importance to stakeholders. Despite the interface being a two-way method of understanding each other, there are a few methods that, when appropriately applied, can enhance smooth communications between the supervisors and their subordinates. Leadership communication helps in the sharing of ideas and various perspectives that can lead to positive transformation in the management system. It leads to innovation in the leadership scheme intended by modern technology for the effective work performance of employees. Therefore, we ought to choose a proper leadership communication style, which can accommodate the interests of all people despite the authoritative position.
Technological advancement has improved quality leadership communication among people. Leaders use social media to enhance awareness in their employees towards having a common purpose in administration styles. For instance, the internet has enabled people to have a common page on different websites such as Facebook, Twitter, and Instagram to share various perspectives according to the prevailing leadership style.
Transactional Analysis
In the case of the employee, feeling picked out when approached about coming late, according to Brown (2014), the role being played by the supervisor and employee is what is called the child-parent relationship. Whereby the employee feels like he is unfairly picked out despite her being late for the fifth time in a month. The better approach is to use the adult-adult type of relationship whereby the employee should acknowledge his mistake focus on improving rather than think of how many times his colleagues have been late. Therefore, employers have to find a better way of convincing their employees for their past mistakes. They should avoid humiliation act in front of other workers, as it makes the employees be able to have some in tackling their issues with employers. Some employees late coming cannot be intentional. For instance, a worker might have a personal issu...
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